The Gartner PRISM
Culture is defined by the worst behaviors you tolerate. Use these questions to identify where your team’s «refraction» is failing.
| PRISM Layer | The Audit Question |
| Purpose | Are short-term wins currently being allowed to override our long-term «Why»? |
| Rules | Are high-performers given a «pass» on behaviors that others are penalized for? |
| Identity | Does our culture reward «Lone Wolves» more than those who make others better? |
| Safety | When mistakes happen, is the first instinct to find a solution or a scapegoat? |
| Measures | Are we promoting based on numbers alone, regardless of the «human cost»? |
The COIN Feedback Model
Use this for delivering tough feedback that people actually act on.
- C — Context: Set the scene with specific, neutral details (e.g., «In yesterday’s 10 AM meeting…»).
- O — Observation: State the facts objectively without emotion or judgment.
- I — Impact: Show the consequences of the behavior on the team or project.
- N — Next Steps: Agree on specific action items for moving forward.
The 3 Levels of Listening
Build trust by truly hearing what others say.
- Level 1: Internal Listening: Focused on yourself and your own judgments/to-do lists.
- Level 2: Focused Listening: Entirely focused on the speaker’s words, tone, and pace.
- Level 3: Global Listening: Focused on everything—the energy, the room, and what is unsaid.
The PREP Method
For answering tough questions in high-pressure moments.
- P — Point: Start with your main message.
- R — Reason: Briefly explain why it matters.
- E — Example: Provide supporting evidence or data.
- P — Point: Reinforce your main message.
«The standard you walk past is the standard you accept.»
DREIESKIVA|Roald Kvam 
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